Every business relies on its employees. But how can you identify the ideal candidate and recruit them efficiently and quickly? Technologies such as Robotic Process Automation (RPA) can significantly support recruitment and hiring processes using Artificial Intelligence (AI).
Multiple of the tasks involved in recruitment are labor-intensive and repetitious. Due to the time-consuming nature of processes like CV screening, hiring a single employee might take HR departments up to three working days.
For example, background checks can be a bottleneck in the hiring process. The greater possibility of inaccurate data and errors in compliance with regulations (compliance guidelines) is another barrier that might be the outcome of manual data processing. These prolonged processes leave candidates vulnerable to competitor poaching.
When under time pressure, HR managers can make reckless choices that result in the incorrect selection of candidates. Screening candidates is a necessary but time-consuming activity that, if rushed, might result in a poor fit between the vacant post and the talent chosen. Such duties can suck up a significant amount of the time of HR professionals and cause process bottlenecks. Include in this the time and expense devoted to low-value administrative tasks.
RPA replaces Repetitive and Manual activities
AI-driven RPA technology is used in Human Resources (HR) to replace manual and repetitive recruiting process activities. As a result, how recruiters spend their time daily is changing.
To give you an idea of how much time is needed for these tasks, imagine there are 9.8 million job applicants every day, 250 resumes for each position, and an average of six to eight seconds spent by HR reading each resume before making a decision.
Background checks and candidate screening can be done more quickly and efficiently using RPA driven by AI. Additionally, recruiters have the option to develop pre-defined rules that RPA employs to choose the top applicants for interviews.
These resources are helpful for recruiters who choose resumes to highlight the technical abilities needed for a position enabling recruiters to analyze hundreds of applications more quickly while ensuring that the applications are shortlisted and are the greatest fit for the organization.
Reducing Human Error
RPA also reduces human error, which is another advantage.
Offer letters must be appealing to the targeted applicants while also adhering to regional and company requirements. This led to a time-consuming process. RPA can automate offer letters that are tailored and accurate.
Recruiters can now spend more time making strategic decisions to strengthen the recruitment function and stay up with the market-wide trends while using AI-powered RPA. With robots doing low-value tasks, employees can focus more on connecting with interesting candidates and better assessing whether they fit the company in terms of values and goals.
Conclusion
Overall hiring new employees will become less expensive thanks to automation, and HR will have more time to make sure superior candidates are hired.
RPA will be the future of recruiting, utilizing AI and automation to enhance hiring. Soft skills such as creativity and communication will become increasingly crucial for HR as recruiters grow more focused on implementing strategies to acquire top talent.
